why job evaluation or job grading?
How do you determine whether two roles are 'equivalent' or not? And how do you ensure that salary differences remain objective and defensible as roles constantly change?
Job evaluation provides a clear answer. By consistently valuing roles based on responsibility, expertise, complexity, and impact, an objective framework for job description and remuneration is created.
what job evaluation offers you.
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the foundation for a fair salary structure- Decisions based on the value of roles and not on individual negotiation or historical agreements.
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transparency- The foundation of a clear job architecture in which roles, responsibilities, and job levels are clearly structured.
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consistent HR decisions- A well-substantiated and objective job framework provides the foundation for a fair compensation structure, transparent recruitment and selection, clear growth paths, and thoughtful talent management.
our 5+1 Compas® evaluation methodology.
Objective job evaluation requires a reliable and proven evaluation methodology. That is why Randstad relies on the 5+1 Compas® methodology for job grading, developed by the former Hudson (now part of Randstad).
This analytical evaluation methodology is based on our 5+1 competency model and assesses roles based on five core criteria plus one additional dimension, ensuring a complete and balanced evaluation. By using a uniform set of objective criteria – a shared scale for all roles – evaluation can be performed objectively.
Each criterion generates a score, after which these scores are aggregated into a total score. Thus, every role receives a 'weight', allowing different roles to be objectively compared with one another. In this way, roles can be ranked from low to high and equivalent roles can be clustered into the same grade.
we also support you with other challenges.
are you struggling with a consistent approach
to job evaluation?
frequently asked questions about job grading.
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what is job grading or job evaluation?
Job grading is a method to objectively evaluate and rank roles based on factors such as expertise, responsibility, complexity, and impact. It helps organisations build a transparent salary structure.
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what is the difference between job evaluation and job classification?
Job grading determines the relative value of roles. Job classification groups roles with a similar value into the same category or job group.
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why is job evaluation important for pay transparency?
Job evaluation or job grading helps organisations objectively determine which roles are equivalent. This creates a well-substantiated foundation to pay equal work equally, regardless of the department in which employees operate. .
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